User Experience, Diversity and Inclusion

The BrandLab Fearless Conversation

Last evening at the Walker Art Center, we attended The BrandLab's Fearless Conversation: From Symbolism to Systemic Change. For those unfamiliar with The BrandLab, they are a (remarkable) organization that introduces, guides and prepares diverse students for creative careers. The event was a dialogue focused on dismantling inequalities in the workplaces - to move from symbolism to systemic change.​As The Makery is a User Experience Design firm, this topic is one pressing importance. Though the User Experience discipline has made powerful progress in gender diversity, African Americans in User Experience Design, particularly in the midwest, has much room for improvement. Simply, our users come from all backgrounds, so should our designers.

Quotes & Notes

On the topic of recruitment of diverse candidates, Rosalind made an insightful and important point: If you’re only trying to recruit in Minnesota, you can only go so far. She suggested that to truly find new talent, that firms in Minnesota should look to Atlanta and other cities outside the midwest. Also, it was an important reminder that diversity can be based on location too.

“The policy is doing it every single day.”- Dale Nitschke, Founder and CEO of Ovative/Group. ​

When asked about company policies or how to entact change within an organization, Dale spoke to the importance of leadership setting the standard for inclusion and hiring, not just through words, but living the value day-in-and-day-out. Additionally, Dale, as founder of a rapidly growing company, discussed how it can be “easy” to hire people you know when growing, but to be mindful of inclusive hiring early on. ​

“Inclusion is being asked. Then elevating your voice.”​- Ingrid Sabah, Senior at The University of Minnesota, Intern at The Ovative Group

Ingrid, shared a poignant and powerful definition of inclusion. She spoke about a time where Dale Nitschke, CEO of The Ovative/Group asked her about her thoughts on an initiative in her first week at the company. To her, the important actionable takeaway is to ensure that companies promote an inclusive culture that asks and ensures all voices are heard. ​Then, when asked, elevate your voice.

“For every 2 students of color who go to the University of Minnesota, only 1 graduates. ​​- Dr. Keith Mayes

Following the dialogue of inclusion and recruitment, Dr. Keith Mayes made an important point about retention of divers employees - not just in the workplace, but in the broader Minneapolis community. He discussed the need to continually build environments and cultures where individuals can find experiences outside of the office that embrace their heritage.

In a simple, yet meaningful reminder, Ellen’s final though was a perfect concluding statement to the dialogue. Of course, awareness, strategy, planning and execution for social change is paramount, but embrace those micro moments of inclusion - truly, they have a ripple effect and when added up, lead to big change. ​​Learn more and get involved with the BrandLab: http://www.thebrandlab.org.